Page 53 in the 2004 report mentioned upthread is the following:
Ensuring we have the right numbers of signalling staff is essential to run a good railway.
Historically we have had gaps in this space, but have made improvements, which we plan to build on in the next 12 months. By year end, we will have sustained the improvement in recruitment numbers to frontline signaller roles so that we have the right number of people
to signal the railway and help with providing ongoing development for signallers in the Region. In Wales & Borders, we have reduced our vacancy gap to circa 4% (down from 12% 24 months previous). We plan to recruit 22 signallers by year end (March 2025) which will
add further resilience to the signaller establishment. In Western Route, the vacancy gap is at 8.8%. However, there is a change being completed in the system due to a re-org of relief roles, once complete the true vacancy gap is 5.9% (down from 7.1% 24 months previous).
We have 8 new starters in the next 3 months and forecasted to recruit a further 19 signallers by year end (March 2025) and are currently reviewing age profile data to keep this under review as part of our engagement of a strategic workforce planning consultant. Alongside
this, we are operating a candidate pooling process such that we identify suitable external candidates ready for any vacancies at TVSC» and are looking at expanding this across the Route; thus, speeding up the recruitment process.
The report continues with more on the training theme and how software will be used to aid signallers in recovering from disruption. As automatic route-setting is a feature of TVSC in normal use, the gist of the section on recovering from disruption is that the software can b e used to rapidly rearrange the routeing of trains to allow
ARS▸ to continue, allowing signallers to concentrate on whatever else is needed.
It's strange that signaller shortages have received much lower prominence than shortage of train crew, but the above seems to be an admission that
NR» lost sight of managing staffing levels and turnover. Too many reorganisations, perhaps?